Going Back to School in Midlife Is Grad School for You

Once upon a time young people finished high school or college, got a job, and worked at the same company for an entire career, retiring 25, 30, and even 40 or more years. Today most people work for a new employer every few years and some change careers almost as often. Graduate study has become an important tool for professionals who wish to change gears and get the education and experience needed for a second, third, or even fourth career. Should You Earn a Graduate Degree?Some people decide to attend graduate school because their employers require advanced degrees in order to earn promotions and raises. Others wish to change careers and need additional education to accomplish their goals. Some people simply took a long time figuring out what they want to do with their lives. Still, other people return to graduate school to satisfy their own curiosity - to learn for the sake of learning. All of these are good reasons to choose graduate study. While there are many reasons to attend graduate school its important to determine your own reasons and whether those reasons merit several years of challenge and sacrifice that accompany graduate study. As you consider whether to apply to graduate school, review these issues as they are important to most adults who are making the decision of whether to return to school. Can You Afford Graduate Study?Some students find that their jobs do not interfere with graduate study. Most masters programs permit part-time students. However, most doctoral programs admit only full time students. Doctoral programs often limit or even prohibit students from outside employment. Graduate school itself is expensive. It is much more expensive when you consider the loss of income from leaving a career and its associated benefits such as health insurance, for example. Will you have access to health insurance while you are a student? This issue may be particularly important if you are a single parent. Graduate programs that prohibit students from working usually offer opportunities to earn tuition remission and a stipend. For example, many grad students work on campus and in their departments as research and teaching assistants, but these positions offer only a small stipend - yet also offer some tuition remission. Most students rely on several sources of financial aid, such as loans and scholarships. Add all of these sources of income together and most students will still experience grad student poverty. The question is, after having an adult income, can you go back to living on student wages? Can you imagine yourself (and/or your family) eating Ramen Noodles for a few years? Do You Have the Emotional Resources and Support for Grad Study?Lots of adults return to graduate school and are shocked by the workload. Graduate study is way different from college. Every graduate student, regardless of age, is taken aback by the workload and the nature of the work. This is especially true at the doctoral level. Students who breezed through college often begin a graduate program thinking that its more of the same. Surprise! Graduate school requires a certain amount of emotional fortitude. As a grad student you may find yourself juggling a multitude of tasks each week: a few hundred pages of reading, making progress on several class papers, working on a faculty members research, working as a research or teaching assistant, and so on. As an adult with a home, bills, and family, you likely will find that the school stress is compounded by home stress. Spending time with your children, helping them with homework, managing their colds, and meeting their basic needs - these are all basic, essential, and meaningful tasks that are a part of every parents day. Where do you squeeze in class work? Most graduate students who are parents do their schoolwork while their children sleep. But when do they sleep? If you are lucky enough to have a spouse, his or her support can make a tremendous difference. Family and friends can offer physical support such as picking up a child from school, helping them with homework, or cleaning up and running errands can help you eke out a little bit of time here and here. Emotional support is even more important. As an adult graduate student youll have more going on than other students. Cultivate an emotional base - family and friends (grad student and non-students). Graduate school is challenging for everyone, but in different ways and for different reasons. Do not be dissuaded. Mature graduate student are often excellent students because they know why they are attending, they know what the real work is like and have made a conscious choice to attend grad school. Nontraditional students tend to have more demands on their time than other students and their priorities tend to differ from those of traditional age students. Despite the extra demands, mature students tend to stress less over school - and that adaptability is a major strength.

How Stereotypes Affect Society Essay - 997 Words

In this world there are many things people are guilty of, one of those guilt’s is stereotyping others , even if it wasn’t meant in a harmful are negative way we all have been a victim or the aggressor . This paper will discuses what stereotypes are, how they affect people and how stereotypes can affect society. However, the common factor in either situation is that no good comes from stereotyping others. All most everyone in there lifetime has stereotyped others are have been a victim of stereotypes. A stereotype is the belief about another culture, race or a person that has no logic or evidence to support there negative thoughts. Many people believe that when a person stereotypes another it is the lack of information or ignorance†¦show more content†¦People would be quick to comment that they are a drug dealer when that person could simple be a hard worker. Stereotypes affect people in many different ways. There are two sides to stereotypes, the victims and t here aggressors. Unfortunately, we all have been a victim of stereotypes even with out us knowing it. Stereotypes hurt, but individuals handle the problem differently some feel belittled or embarrassed. Many victims of stereotypes can cause people to lose confidents in there self and many others in a psychological way, which can damage social and personal development. Kids that are victims of stereotypes are affected the worsted. Not only are the kids emotionally damaged the victim them selves can turn into the aggressor and stereotype others. The aggressors in many cases are individuals that have been victims of stereotypes, or brought up in a household or environment where people are constantly stereotyping other. People brought up in that kind of situation my stereotype others cause that is all they have come to know. Some refer to this person as ignorant, which is a harsh but accurate assumption. The definition of ignorance is the lack of logic. 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Today most stereotypes you hear are targeted to Black and Latina women. These stereotypes affect them in a negative way. There are multiple studies that show the way stereotypes affect the victim in various scenarios Stereotypes The way stereotypes started is not clearlyRead MoreAmerica s Treatment Of The Elderly925 Words   |  4 PagesThere is a perceived notion that Eastern societies view aging in a positive aspect, while Western societies view aging in a negative light. Although there is much emphasis on respect for elders on the Confucian societies, however, does East Asia’s treatment of the Elderly really differ from North America’s treatment? 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This discrimination is an artificial category created by mankind. The majority group creates and enforces the beliefs of that group onto others of society. These beliefs allow for a majority group to feel superior to the minority groups of individuals. The framework for the definition of race is unclear, however. Race can mean different things in differen t parts of the world. In the United States ofRead MoreHow Women Are Portrayed On Advertising And The Second Looks At This Time1104 Words   |  5 Pagesis the topic of how women are portrayed in advertising and the impact this has on women in society. 2. State the claim the study supports The scholarly article I am reviewing is a research article that did two separate examinations on the role of humor in gender stereotypes. The first one is the role of humor seen in television advertisements and the second looks at peoples attitudes toward humorous and non-humorous ads that have gender stereotypes in them and how that would affect a persons desire

Shakespere Outdated free essay sample

Shakespeare’s version of the story of Macbeth is outdated in modern society because one of the major themes, that all evil deeds are punished and that all good deeds are rewarded, is no longer true in today’s society.  Macbeth’s theme is outdated because in the modern day society not all evil doers are punished for their actions and not all good actions are rewarded, either. The theme of the adequate consequences for one’s actions runs throughout Shakespeare’s Macbeth, assuring the correct punishments for Macbeth and Lady Macbeth, but also rewarding MacDuff and Malcolm for their brave actions against Macbeth. The theme is visible when Angus says, â€Å"Now does he feel/His secret murders sticking on his hands/Now minutely revolts upbraid his faith-breach† (5. 2. 6-18), meaning that Macbeth is now feeling remorse and guilt for his actions and that the enemy is going to punish him for his evil actions against Duncan and Banquo. We will write a custom essay sample on Shakespere Outdated or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page In modern society not every evil doer is punished or feels remorse for their actions, especially when they have power or have fixed a problem. In our society people can get away with a crime and not every good action is rewarded, whereas in Macbeth Macbeth and Lady Macbeth are punished by guilt and eventually death. Our society even can award evil doers and punish the good people. Our society allows abortion, which in its nature is inherently evil, but our society doesn’t punish it, in fact the society has fifteen states that fund abortions. Even in our society when someone does something like Ryan Snodgrass, a twenty-eight year old guide who jumped into a river to save a thirteen year old who was drowning, and then was later charged with obstructing government operations and arrested, they can be punished for their actions, unlike in Macbeth where every action has the correct consequences. Shakespeare’s plays can be seen as outdated in today’s society because one of its themes of all actions having consequences, but it is not the same case in modern day society, it can actually be seen as completely opposite. Shakespeare may be considered timeless by the fact that his plays and sonnets are beautiful and full of imagery and a good plot line, but the end message is outdated and can be seen as ‘cheesy’ because the society hardly ever works that way anymore.

Indigenous Tourism an Impact on Climate

Question: Discuss about theIndigenous Tourism an Impact on Climate. Answer: Introduction: Australian Aboriginals have a long history of 50,000 years. Their history is of the knowledge of the spirituality, they are known as the custodian of the land of Australia and its culture. The Australian indigenous tourism is known for its rugged outback, pristine natural beauty, lush rainforests and cultural immersions. Australian tourism in a grand way promotes the tourism to Australian Aboriginal land (Australia, 2016). In this assignment, a research proposal would be given about the impact on climate of the Aboriginal places of Australia. The research would consist of analysis of factors that influence the climate of those places, which are inhabited by Aboriginals. Other factors would also be considered in the assignment. Literature Review Australian domestic tourism according to the data available for 2013-2014 has grown by 70% . Tourism to Australia is a major contributor to the economy of Australia and the year 2015 had been a very good year. Most of the tourism to Australia is by Chinese tourists. Tourism to Australia has also seen a steady growth of people from Japan, South Korea and India. The Australian tourism has been implicitly related with the development of Culture in Australia. Tourism Australia in a grand way promotes Indigenous tourism. Indigenous tourism is a way to showcase the Aboriginal culture of Australia (Siller and Zehrer 2016). Indigenous tourism is defined by the Australian government in which the Indigenous people are directly involved. The indigenous people are involved at each and every step of the tour. A tour to the Australian indigenous region is one in which the visitor participates and experiences the Aboriginal culture. The tourist understands the art, culture, food, and way of life. Indigenous tourism is considered by the Australian government as a key financial earner for the government (Ruhanen, Whitford and McLennan 2015). A study was conducted to assess the impact of tourism on the climate. The study based on the major tourist destinations of Australia investigates the change that climate does. The study also studied the changes in climate vis--vis the inflow of tourists to Australia. A Tourism Climate Index (TCI) was created by Mieczkowski in 1985 to assess the appropriateness of the climate of a tourist destination for tourism purposes. It gives five climatic factors which are responsible for the growth of tourism. The study gave the various regions which have a conducive climate for tourism to occur. The study also suggests that climate is but only one factor which influences tourism (Amelung and Nicholls 2014). A study conducted at the Mulka Cave of Western Australia found that the increase in tourists had a deteriorating effect on the environment. The case study involved the comparison of images taken fifty years ago and the present day (Rossi and Webb 2013). The different factors that influence tourism is the thermal component (which represents the ambient temperature at the tourist place), the physical component (representing wind, rain and snow which limits the likelihood of tourism activities) and the climatic features that are helpful for the tourist enjoying the tourist location (Scott, Hall and GoÃÅ'ˆssling 2012). A study at the Bruny and Magnetic Islands of Australia showed that tourism activities had impacted the climate in the two islands. The study indicated that though tourism was welcome since it enabled economic growth and social opportunities it had negative impacts which if not controlled can be magnified (Moyle, Weiler and Croy 2013). Research Aim The aim of the research is to find the relationship between climatic change and its impact on Indigenous tourism to Australia. Research Question The research question for this assignment is as follows: What is the expanse of Indigenous tourism to Australia? Does Indigenous tourism have an impact on Climate? What are the climatic factors which have been influenced? Research Objective The objective of the research is as follows: To find amount of Indigenous tourism to Australia at different places. To find the degree of Climatic changes at places of Indigenous tourism places. To find the climatic factors that have been influenced Research Methodology The data on indigenous tourism will be observed from the tourism Australia website. The data will be taken for different places, which have an indigenous population. Climatic Data will be collected from the Australian government websites. The factors as given by Mieczkowski should also be taken into consideration. Secondary data will be collected for this research and secondary research technique would be used for the research. Quantitative data will be collected for the research. Data for the last five years would be collected. Deductive research approach would be used to find the correlation between the change in climate and its influence on tourism. The parameters of the climate that have been affected by the indigenous tourism would be marked. Thus a relation between the climatic change due to indigenous tourism would be established. Expected Research Outcome A previous study on the impact of climate on tourism in Australia and New-Zealand concentrated on the ski regions of the two countries. The study found a direct correlation between climate change and the amount of snow at the ski locations. Since the ski locations are tourists places hence the study concluded the impact that amount of snow would have on the tourism industry (Hendrikx et.al. 2013). Other factors that influence tourism would also be considered. This includes the programs being taken up by indigenous Australia to increase tourism. Climate changes have a profound effect on the natural environment and thus on the economic activities of the place. Since climate is one of the primary factors that influences tourism at a particular site thus an adverse climate change will have a corresponding adverse effect of the tourism sector also. Thus with an increase in indigenous tourism there might be a change in climate which will influence the tourism sector. Conclusion It can thus be concluded that the aggressiveness of indigenous tourism will have a positive impact on tourism at the Australian outback. Thus, an increase in indigenous tourism will influence climate change. The present research outcome is expected to follow this trend. It will analyse the climate change that has taken place as a factor of indigenous tourism. Thus indigenous tourism and climate change have a symbiotic relationship. An adverse climate change will affect indigenous tourism. References Amelung, B. and Nicholls, S., 2014. Implications of climate change for tourism in Australia. Tourism Management, 41, pp.228-244. Australia, T. (2016). Aboriginal Culture - Markets - Tourism Australia. [online] Tourism.australia.com. Available at: https://www.tourism.australia.com/aboriginal/aboriginal-culture.aspx [Accessed 3 Sep. 2016]. Hendrikx, J., Zammit, C., Hreinsson, E.. and Becken, S., 2013. A comparative assessment of the potential impact of climate change on the ski industry in New Zealand and Australia. Climatic Change, 119(3-4), pp.965-978. Moyle, B.D., Weiler, B. and Croy, G., 2013. Visitors perceptions of tourism impacts bruny and magnetic islands, Australia. Journal of Travel Research, 52(3), pp.392-406. Ruhanen, L., Whitford, M. and McLennan, C.L., 2015. Indigenous tourism in Australia: Time for a reality check. Tourism Management, 48, pp.73-83. Rossi, A.M. and Webb, R.E., 2013. The consequences of allowing unrestricted tourist access at an Aboriginal site in a fragile environment: The erosive effect of trampling. Conservation and Management of Archaeological Sites. Scott, D., Hall, C. and GoÃÅ'ˆssling, S. (2012). Tourism and climate change. London: Routledge. Siller H., Zehrer A. 2016. Entrepreneurship und Tourismus: Unternehmerisches Denken und Erfolgskonzepte aus der Praxis. Linde Verlag GmbH

Audit in Podiary medicine Essays

Audit in Podiary medicine Essays Audit in Podiary medicine Paper Audit in Podiary medicine Paper Audit in Podiatry Medicine Auditing plays a very crucial role in organizations and not just in podiatry medicine. It is usually divided into two, where we have both internal and external audit. The role of internal audit is to â€Å"provide independent assurance that an organization’s risk management, governance and internal control processes are operating effectively† (Institute of Internal Auditors, 2010). Internal auditors deal with issues that are pivotal to the survival and success of the organization. They look at such things as the organizations standing in society, the way the organization treats its employees, growth and development, and the organization’s impact on the environment. External auditors however, look at such issues like financial risks and statements of the organization (Institute of Internal Auditors, 2010). National Institute for Clinical Excellence (2008) describes Clinical audit as a â€Å"process of improving quality that tries to find a way to improve patient care and outcomes through systematic review of care against overt criteria and the implementation of change†. To do this, aspects of the structure, processes and outcomes of care given are selected and systematically evaluated against a clear-cut criteria. Where indicated, changes are implemented at an individual, team or service level. When conducting a clinical audit, some key notes need to be observed. These are: Firstly, clinical audit projects are best conducted within a structured program. They should have effective leadership and emphasis on team work and support and participation by all staff. Organizations should also know the fact that this kind of exercise requires enough funding. Another thing that organizations need to recognize is that improvements in care resulting in clinical audits can increase costs. The barrier that is cited as the most common in clinical audits is the failure by the organizations to provide enough protected time for the healthcare teams. Organizations should make sure that their healthcare staffs learn the skills of clinical audit, and that those involved in organizing audit programs must consider various methods of making sure that health service staff provide their full participation. Nice says that another key note is that clinical audit is used to improve aspects of care and is used to confirm that the current medical practice being offered meets the expected level of performance. Participation of staff is important especially in selecting topics because this enables concerns about care to be reported and addressed. This is not always necessary, but it may play a big role in reducing resistance to change. Lastly, since what is important to the patients that are receiving care are significantly different from those of clinicians, service users should therefore be involved in the clinical audit process (2008). According to the Board of Podiatric Medicine (2010), one of the roles that audit plays in podiatry medicine is the role of ensuring that doctors of podiatric medicine (DPMs) show continued capability in their work. According to section 2496 of the State Medical Practice Act, requirements for continued competence are specified and it authorizes the Board of Podiatric Medicine to adopt regulations to ensure the â€Å"continuing skill of persons licensed to practice podiatric medicine†. Every time a renewal is done, a DPM must officially state that he agrees with one of the following under punishment of false swearing, subject to audit: that the DPM, is required to have passed an exam administered by the board within the past ten years. He is to have passed an exam administered by an approved specialty board within the past ten years, to have completed an approved residency within the past ten years. He is also  required to have current, suitable or competent status with an approved specialty board. He is to have passed Part 111 exam administered by the National Boards within the past ten years, be recertified by an approved specialty board, and have completed an extended course of study approved by the board within the past five years. He should have granting/renewing healthcare facility privileges within the past five years. Audit is also important in podiatry medicine, because it helps keep doctors accountable to their patients. Though this is not common practice as such, there is one surgeon, Ernest Amory Codman MD (1869-1940) who employed this rule in his profession. Despite the fact that he was one of the best doctors of his time, even he made mistakes. The only difference between him and his counterparts was that instead of hiding his mistakes, he publicized them and chose instead to learn from them. It is said that he â€Å"recorded diagnostic and treatment errors and linked these errors to outcome in order to make improvements† (Neuhauser, 2002). He resigned from Massachusetts General Hospital where he was a staff and started his own private clinic called the â€Å"End Result Hospital†. The difference between Codman’s hospital and the average healthcare organization is that he admitted his errors in Print and in public. He published this report so that patients would be the ones to decide whether they would be able to receive quality care from him, and the outcome of the care provided. He sent copies of these reports to major hospitals throughout the country, challenging them also to follow his prints, but this did not happen. They would say that they were not allowed to do so by their lawyers. Another role that audit plays in this field of podiatry medicine is to improve the practice of the doctors. The General Medical Council advises that it is mandatory for all doctors to take part in regular and systematic medical and clinical audit. They are advised also that when doing this, they should record their data honestly, so that they are able to get the proper results and be able to improve their practice, by for example, taking part in further training. The UK Central Council for Nursing, Midwifery and Health Visiting, says that every registered practitioner is responsible for assisting the coordination of quality improvement initiatives such as clinical audits. Clinical audit is indeed an important exercise to carry out in one’s organization. According to the Royal Society of Psychiatrists (2009), the main reason that audits are done is to improve the service offered to users. They say that without some form of clinical audit, it is not easy for one to know whether they are doing the right thing or even practicing effectively. If you are not sure about this yourself, then it also becomes a difficult task to demonstrate to others that you are practicing effectively. Some of the benefits of clinical audit are audit helps to ensure that working relationships, communication and liaison between staff, staff and service users (the people who receive service from medical practitioners), and between agencies are improved.   It identifies and promotes good practice, and it may result to the improvement of service delivery and outcomes for users. Another benefit of doing clinical audits is that when performed, one is able to provide informat ion to show your users that your service is effective and pocket friendly, thus, ensure its development.   Audits provide opportunities for education and training. They help increase efficiency by ensuring that there is better use of the resources that are available. They also help in improving working relationships, communication among staff members, staff and service users and between agencies.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Audit is an avenue that medical professionals can use to retain the trust and respect of their patients especially in an era where the patients are becoming increasingly critical. This is one of the ways that they can establish and maintain confidence in the quality of clinical care that is being accorded to them. It is a quality improvement tool, and through it, one may be able to tell whether efforts are being made by medical professionals to give their patients high quality professional care. It is increasingly becoming an essential component of professional practice (Nice, 2008).   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   When done in the right way, audit has provided a way in which the quality of care that is given to patients by medical professionals can be assessed and reviewed objectively, within an approach that is supportive and developmental. All areas of professional practice have been subjected to questions and challenges due to changes in society. Clinical audit therefore provides medical practitioners with a way of responding that compares the care given to the best practice while keeping the central role of the clinical team in agreeing and implementing plans for change. Clinical governance provides a new challenge – â€Å"to take audit at its best and incorporate it within organization’s wide approaches to quality†. References Institute of Internal Auditors. (2010). What is an internal audit? Website, (online) Site: iia.org.uk/en/about_us/What_is_internal_audit.cfm Accessed 06/05/2010 NICE. (2008). Principles for Best Practice in Clinical Audit. Report (online). Site: nice.org.uk/media/796/23/BestPracticeClinicalAudit.pdf Accessed 12/4/2010 Royal Society of Psychiatrists. (2009). Clinical audit: what it is and what it isn’t. What is a Clinical Audit? Report (online).Site: rcpsych.ac.uk/pdf/clinauditChap1.pdf Accessed 06/05/2010 Surrey and Sussex NHS Trust. (2006). Audit Committee, Terms of Reference: Report (online) Site: surreyandsussex.nhs.uk/about_us/documents/tors/tor-auditcommittee.pdf Accessed 06/05/2010 Neuhauser, D. (2002). Heroes and martyrs of quality and safety: Ernest Amory Codman. Quality Safety Health Care, 11, 104-105 (online). Site: http://qshc.bmj.com/content/11/1/104.full Accessed 06/05/2010 Sackett, DL., Rosenberg, WMC., Gray, JAM., Richardson, WS. (1996). Evidence based medicine: What it is and what it isn’t. British Medical Journal, 312 ,71-72 (online). Site: http://ebnp.co.uk/What%20is%20EBP.htm Accessed 06/05/2010

The eNotes Blog Franz Kafkas Lost WritingsResurface

Franz Kafkas Lost WritingsResurface â€Å"In the fight between you and the world, back the world.† ~ Franz Kafka Elderly sisters, Ruth Wisler and Eva Hoffe, might want to take Kafkas warning to heart. For years, the siblings have had a secret. Their mother had been a secretary for Max Brod.   Brod had been Kafkas publisher as well as a friend.   Before his death from tuberculosis in 1924, Kafka bequeathed all of his unpublished work to Brod with the caveat that he destroy everything unread. Brod did read and publish numerous works that came into his possession, among them Amerika, The Castle, and The Trial, but he did not publish everything.   He went against Kafkas wishes and retained those unread manuscripts, even smuggling them out of Nazi pre-state Israel in 1968.   For the next three decades, Brod kept the works in a safety deposit box until his own death in 1968. In his will,   Brod named his secretary, Esther Hoffe, the administrator of his literary estate.   Hoffe was supposed to deliver the papers to an academic institution. She did not. Instead, for the next forty years, Hoffe kept the papers in safety deposit boxes in Zurich and Tel Aviv, but also retained some documents at her apartment in Israel. She also profited from some of the work, selling the original manuscript of The Trial at auction for a sum of $1.8 million dollars. Hoffes own will bequeathed the Kafka manuscripts to her two daughters, Eva and Ruth.   However, the Israeli National Library immediately sought ownership of the works, claiming that since Hoffe did not follow Brods instructions to find an academic home for the manuscripts, she violated the tenets of the will.   As the court battles ensued, many of Kafkas   papers stayed in the sisters flat, to the horror of more than a few archivists, for the papers also shared space with the siblings numerous cats. A year ago, the Tel Aviv courts ordered the collection to be opened. They have been trying to determine exactly what is in the collection before ruling on rightful ownership. The decision is expected to come soon, possibly by the end of August 2010. Whatever the outcome of ownership, scholars will have access to the treasure trove and many years of study lie ahead.

Organizational design Essay Example | Topics and Well Written Essays - 750 words

Organizational design - Essay Example The second stage is relevant in detailing team or group roles, configurations, and staffing. At this point, the sizes of current units are identified and then specific tasks and objectives assigned to the teams and individual employees. This stage is crucial in that it helps outline challenges and opportunities in fitting together the organizational design. Once the management has identified the issues affecting them and assigned roles to different groups and individuals, the next stage is the transition and the implementation of the set plans. During the transition level, the organization identifies approaches necessary to the implementation of the plan. The management seeks to identify activities like the leadership training, staffing policies, and employee communication. Once the transition planning is achieved, the organization sequences the plan on a primary implementation timeline. Here the organization determines what needs to be done, by who, and when it should be completed. The management identifies employee empowerment needs and plans for the best approach to achieve them. The organization also develops a set of expectable employee roles and behaviors. At this point, skills are determined according to their levels of advancement. Training is then provided depending on the needs of individual employees to acquire the required skills. The employees are also guided on the best approaches so as to work mutually in the attainment of the organizational goals The management assesses the achieved performance against the expected goals and scorecards. The organization seeks to identify the changes arising from the new process and areas that need extra considerations. Once the organization has identified these sectors, then adjustments are made to the design. An example of an effective organization design process can be defined in the case of Toyota. Toyota is headed by people within the founder’s inner circle

The effect of Junk Food Advertising on Obesity in Children Essay

The effect of Junk Food Advertising on Obesity in Children - Essay Example Mother - 103 Children (10-15 years) - 52 Information areas The key information areas covered in the research were From the mother Various activities for the child in a day Television watching habits Preference of foods Parental control in the intake of food Factors that influence choice of food and reasons for obesity Role of various bodies in controlling obesity in children Reaction to the proposal for ban on advertisements of unhealthy food Opinion of the advertisements for unhealthy foods Demographic details - gender, age of child, economic status of the family, weight of the selected child From the selected child Preference for specific foods Food which are considered healthy Reasons for consumption of 'junk food' Intention to reduce consumption of 'junk foods' and reasons ascribed to it. Analysis The data was analysed to look at the mothers of all children and specifically understand differences between habits and practices of the children in the younger age group and the older age group - these differences have been mentioned in the findings and the tables in the appendix. the girls and the boys - there were no differences which emerged among the boys and the girls at an overall level The questions asked to the children in the age group of 10 to 15 years were analysed separately. Key findings - among mothers 1. Activities undertaken and time spent There were a fair number of activities undertaken by children. Watching television, was the only activity that obtained 100% mentions other than sleeping, eating and going to school. About of the mothers claimed that their children also did some physical activity and participated in sports, cycling etc. This percentage was significantly higher among the younger children in the age...The details of the survey have been summarised below Given that the link between television watching and obesity have been much talked about, there is a need to understand whether this link exists or not. There is also a need to understand from the children, the drivers and motivators for eating fast foods and foods that have high fat content. There were a fair number of activities undertaken by children. Watching television, was the only activity that obtained 100% mentions other than sleeping, eating and going to school. About of the mothers claimed that their children also did some physical activity and participated in sports, cycling etc. This percentage was significantly higher among the younger children in the age group of 4 to 9 years. The average time spent on television was more than 3 hours among the younger group and about 4.3 hours among the older group which was significantly higher than the younger children. In contrast to this the average time spent on any kind of a physical activity was as low as 1.4 and 1.7 hours respectively.

Current Trend in Telecommunications Research Paper

Current Trend in Telecommunications - Research Paper Example One of the sectors that demonstrate this fact clearly is mobile telecommunications which has been growing tremendously over the last decade all around the world, with competitive entry and the setting up of technological standards playing a key part in dissemination of technology (Gruber 2005). The size of the mobile communications industry is growing by the day and the next set of devices that will be availed to consumers will adopt cutting edge technology for better services at even lower costs. The development and growth in technology has been steady from 1G, then 2G, to 3G and now 4G (Mobile Communications, 2007). It was inevitable that these developments would lead to 4G Long Term Evolution, as operators all over the world are tending to shift from voice-driven revenue to broadband and to an extent video (Nolle, 2010). As a result, one of the most exciting fields of study in terms of current trends in the telecommunications industry is 4G LTE wireless networks, where its history , a detailed description of the technology involved, the most probable future trends, the companies involved, the regulatory issues and finally the implications especially with relation to globalization form a good basis of study. Background of Wireless Networks It is important to first study the history of wireless technologies that finally led to the development of 4G LTE. The development of mobile communication technologies has been divided into distinct generations. To begin with there was the 1G, which describes the initial analog mobile phone technology examples of which are the NMT and AMPS technologies (Mobile Communications, 2007). 1G cellular wireless system featured analog modulation and was primarily designed to deliver voice-based services. They were the first to use a cellular system and automatically switch an on-going call (Arunabha et al, 2010). 2G technology then came about, described as the first digital mobile phone systems. 2G enabled users to access digital speech services and data capabilities from their devices, albeit to a limited extent. Examples of 2G technologies include GSM, IS95 CDMA and PDC. An enhanced version of 2G was then developed and dubbed 2.5G availing considerably higher data rates and packet data ser vices. GSM led the way in this with their EDGE and GPRS systems. This is what is mostly available to many users across the world as of now (Mobile Communications, 2007). 2G technologies brought several advantages mainly including improvement of system capacity and voice quality (Holma et al, 2007). The third generation or 3G/UMTS/W-CDMA are designed to give high speed mobile internet, quality services and video telephony (Mobile Communications, 2007). In comparison to 2G, 3G provided higher data speeds, better voice capacity and in an altogether new concept, support for advanced applications such as multimedia services. 3G technologies enabled better voice services, games, browsing and email, streaming multimedia services among others, and thus a clear improvement over 2G (Arunabha et al, 2010). After the 3G technology, operators then envisioned something beyond it; they could adopt HSPA, deploy WiMAX or deploy LTE. LTE provided an option for many operators who had not yet adopted 3 G to bypass HSPA (Arunabha et al, 2010). When it was conceptualized, it was pictured that 4G would provide never before experienced high speed internet with a high capacity, protocol based service that would be available at lower costs per bit. It was to be a combination of several existing technologies optimized for efficacy, including celluart network, wireless LAN, 3G and others, all connected together using relevant

Business Essays Human Resource Strategic

Business Essays Human Resource Strategic Human Resource Strategic Assignment Theoretical, Conceptual and Empirical Developments in the field of Strategic Human Resource Management Abstract This essay will discuss the theoretical, conceptual and empirical development in the field of strategic human resource management. It is found that the idea of best-fit and best-practices has been popular in the amplification of SHRM. The best-fit school of thought argued that HR strategy will be more effective when it is appropriately integrated with its specific organizational and environmental context. Whereas, the best practices school of thought favours universalism, arguing that all firms will be better off if they identify and adopt ‘best-practice’ in the way they manage people. However, in last 20 years, the resource-based view of the firm has played a pivotal role in the theoretical and conceptual developments in the field of SHRM. The resource-based view of the firm put emphasis on the internal resources of the firm as the source of sustained competitive advantage. These all ideas have important role in the amplification of SHRM field. Further, integration of SHRM ideas and concepts in Japanese MNEs operating in USA, Russia, UK, China and Taiwan has been investigated. Introduction In this era of globalisation and intense competition firms are seeking ways to continuously gain competitive advantage, flexibility and be innovative. It has been argued in literature that efficient and effective human resource’s polices and practices play pivotal role in gaining this competitive advantage and therefore, much emphasis is now on linking organisational strategies to human resource strategies. Strategic human resource management (SHRM) has its foundation in the US in 1980s in the work of the ‘Harvard Group’ (Beer et al., 1984 cited in Truss and Lynda, 1994) and the ‘Michigan/Columbia Group’ (Fomburn et al., 1984 cited in Truss and Lynda, 1994). Before proceeding further to explore the developments in the field of SHRM, some various definitions in the literature which describe the concept of strategic human resource management are as follow: Truss and Gratton (1994) states that SHRM is linking of HRM with strategic goals and objectives of firm to enhance business performance and to develop organisational culture that support innovation and flexibility. Schular and Walker (1970, cited in Truss and Lynda, 1994) states that, human resource strategy is a set of processes and activities jointly shared by human resource and line managers to solve people-related business issues. Wright and McMahan (1992, cited in Wright, 1998) defined SHRM is the pattern of planned human resource deployments and activities intended to enable the firm to achieve its goals. In the view of above definitions, strategic human resource management therefore, takes a macro-level perspective (Truss and Lynda, 1994) and contains lot of debate in the literature for the factors influencing the development and implementation of the field of SHRM. Best-fit school of thought: The best-fit school of thought argues that HR strategy will be more effective when it is appropriately integrated with its specific organizational (Horizontal fit) and environmental (Vertical fit) context (Boxall and Purcell, 2000; Wright and McMahan, 1992 cited in Wright, 1998). However, the review of literature reveals that this fit can be better achieved when certain contingency, configurational and contextual factors are taken into account. MartÄ ±Ã‚ ´n-Alca ´zar, Romero-Ferna ´ndez and Sa ´nchez-Gardey, (2005) have grouped the contingency relationships into three generic categories; strategic, organizational and environmental variables. They pointed out that the HR practices that are effectively incorporated (fit) into business strategy would yield high organizational performance (Niniger, 1980; Fombrun et al., 1984; Hax, 1985; Van de Ven and Drazin, 1985; Kerr, 1985; Slocum et al., 1985; Lengnick-Hall and Lengnick-Hall, 1988; Rhodes, 1988a, 1988b; Miller, 1989; Kerr and Jackofsky, 1989; Butler et al., 1991; Cappelli and Singh, 1992; Begin, 1993 cited in MartÄ ±Ã‚ ´n-Alca ´zar et al., 2005). Further, organizational variable such as size, technology, structure (Jones, 1984; Jackson et al., 1989; Jackson and Schuler, 1995 cited in MartÄ ±Ã‚ ´n-Alca ´zar et al., 2005), internal political relationships (Jones, 1984; Pfeffer and Cohen, 1984; Pfeffer and Langton, 1988; Pfeffer and Davis-Blake, 1987; Balkin and Bannister, 1993, Pfeffer, 1987 cited in MartÄ ±Ã‚ ´n-Alca ´zar et al., 2005) and environmental variables such as competition, technological changes, macro-economics and labour (Kanter, 1983, 1989; Warner, 1984; Coates, 1987; Walker, 1988; Schuler and Walker, 1990; Becker and Gerhart, 1996; Boxall, 1998; Jackson and Schuler, cited in MartÄ ±Ã‚ ´n-Alca ´zar et al., 2005), all have influence of HR on organizational strategy. The author further indicated that behavioural theory and resources and capabilities view of the firm foster the development of contingency models. Boxall and Purcell (2000) also elaborated this argument by pointing out that the more realistic model for practice is one in which fit with existing competitive strategy is developed in accordance with flexibility in the range of skill and behaviours, that have the potential to cope with uncertainty and different competitive scenarios in the future and therefore, HR strategy should incorporate firm’s current competitive goals and objectives, by recruiting and motivating people with the sort of skills and motivations required in firm’s competitive sector. In this regard, Guest (1997 cited in Tekeuchi et al., 2003) argued that effective and efficient alignment of HRM practices is able to bring out the synergistic effects on performance’, he referred it â€Å"fit-as-bundle† approach. The second approach which he identified for gaining higher organizational performance through HR is what he called the â€Å"fit-as-gestalt†. The underlying concept of this approach is that, sum of individual HR practices is greater than it parts, the pattern of combinations among HRM practices is additive rather multiplicative and that one key aspect of HRM practice is needed. This argument favours, what SHRM researcher called â€Å"configuration perspective†. According to configuration theory, a firm seeking high performance have to structure whole HRM practices and link each practice to all the others in a systematic manner, so that the system is internally coherent (Tekeuchi et al., 2003; MartÄ ±Ã‚ ´n-Alca ´zar et al., 2005). Whereas the â€Å"contextual theory† authors argued, that to better understand the complexity of the concept of SHRM, one should not only scrutinize the internal working and its effect on business performance but rather also consider the influence on the external and organizational context in which managerial decision are made (Brewster, 1999 cited MartÄ ±Ã‚ ´n-Alca ´zar et al., 2005). Therefore, the underlying idea of contextual approach is to effectively examine the relationship between the SHRM system and its context (MartÄ ±Ã‚ ´n-Alca ´zar et al., 2005). In nutshell, Boxall and Purcell (2000) argued that the best-fit model is one in which HR strategy becomes more effective when it is designed to fit certain critical contingencies in the firm’s specific context. They proposed that configurational models are more capable of identifying the complex interactions involved in business strategy and toward more dynamic theory. Best-Practices school of thought: This school of thought favours universalism, arguing that all firms will achieve high performance, if they identify and adopt ‘best-practice’ in the way they manage people (Boxall and Purcell, 2000). It is recognized that the concept of ‘best practices’ is widely acknowledged by researchers and practitioners (Delery and Doty 1996, 806 cited in Boxall and Purcell, 2000) and there is immense list of argument in the favour of best practices in the literature. Wright, Snell and Dyer (2005) reported that the development of the idea of best-practices came in the mid-1990s when Huselid (1995 cited in Wright et al., 2005) published his study demonstrating a statistically and practically significant relationship between HRM practices and corporate performance. It was also when MacDuffie’s (1995 cited in Wright et al., 2005) industry-focused study illustrated how particular bundles of HR practices, when aligned within an organizational strategy leads to high plant-level performance. Since then, the focus of research is on finding relationship between HRM principles and practices and important organizational goals (Becker and Gerhart, 1996 cited in Wright et al., 2005). Jeffrey Pfeffer (1998 cited in Boxall and Purcell, 2000) identified seven best practices: Employment security. Selective training. Self-managed team or team working. High pay contingent on company performance. Extensive training. Reduction of status differences. Sharing information. However the best practices idea is not short of criticism as Wright et al. (2005) pointed out that most of these developments have come from communities of scholars focusing on their own particular countries or regions, be it the US (e.g. Arthur, 1994; Batt, 1999; Delery and Doty, 1996; Huselid et al., 1997; Youndt et al., 1996 cited in cited in Wright et al., 2005), the UK (e.g. Brewster, 1999; Guest, 1997; Guest et al., 2003; Tyson, 1997 cited in cited in Wright et al., 2005), elsewhere in Europe (e.g. d’Arcimoles, 1997; Lahteenmaki et al., 1998; RodrÄ ±Ã‚ ´guez and Ventura, 2003 cited in cited in Wright et al., 2005) or Asia (e.g. Bae and Lawler, 2000; Lee and Chee, 1996; Lee and Miller, 1999 cited in Wright et al., 2005). SHRM and Resource-based view of the firm: Another, theoretical development in strategic human resource management is its integration with the resource-based view of the firm. Although the field of SHRM does not directly emerge from resource-based view (RBV) of the firm, but to borrow concepts and theories from the broader strategy literature, the integration of the RBV of the firm into the SHRM literature was imminent (Wright et al., 2001). Therefore, two major developments have emerged over the past years. Firstly, the popularity of the RBV within the SHRM literature as a foundation for both theoretical and empirical examination (McMahan, Virick and Wright, 1999 cited in Wright et al., 2001). Secondly, the application and implications of the RBV within the strategy literature have led to an increasing convergence between the field of strategic management and SHRM (Snell, Shadar Wright, 2001 cited in Wright et al., 2001). The RBV proposes that internal organizational resources that are valuable, rare, inimitable, and non-substitutable are a source of sustainable competitive advantage (Barney, 1991). Barney (1991) further argued that firm’s resources can be imperfectly imitable for three reasons: Historical condition (Path dependency): As firm evolve they obtain skills, abilities and resources over the period of time that then become unique to the firm (Barney 1995 cited in Paauwe and Boselie, 2003). Paauwe and Boselie (2003) argued that this is equally true for firm’s human resources who are recruited and trained over the time to be properly embedded in firm’s cultural network. Causal ambiguity: Causal ambiguity exits when the relationship between firm’s resources and competitive advantage is not understood or imperfectly understood by the firm who posses the competitive advantage and most importantly by the competitors . Paauwe and Boselie (2003) argued that the ways employee’s competencies have been formed are subject to thousands of small decision and events in the firms which have contributed to specific pattern of capabilities and hence these patterns are no easily understood by the competitors. Social Complexity: And finally firm’s resources are imperfectly imitable because they are subject to very complex social phenomena that are beyond the ability of the firms to systematically manage and influence. So when the competitive advantage is based on such complex social phenomena then the ability of other firms to imitate these resources is ceased (Barney, 1991). Paauwe and Boselie (2003) pointed out that social complexity exits in HR characteristics such teamwork, interpersonal relationships among managers, cultural traditions, and firm’s networks. Wright et al. (1994 cited in Wright et al., 2001) separate firm’s human resources and HR practices. In applying the concept of value, rareness, inimitable and non-substitutability, they argued that HR practices cannot be the source of firm’s sustainable competitive advantage as HR practices can easily be copied by competitors. Rather they voted in the favour of human capital pool (a highly skilled and highly motivated workforce) as source of sustainable competitive advantage for the firm. They noted that to gain a source of competitive advantage, the human capital pool must have both high level of skill and willingness (i.e. motivation) to exhibit productive behaviour. Opposingly, Lado and Wilson (1994 cited in Wright et al., 2001) argued that HR practices could provide the source of sustainable competitive advantage. There point of view is that HR systems can be unique, causally ambiguous and synergistic in how they enhance firm competencies, and therefore could be inimitable. Snell et al. (1996 cited in cited in Wright et al., 2001) further justify Lado and Wilson point of view and seem it as widely accepted in current SHRM paradigm. Boxall (cited in Wright, 1998) indicates the process through which Human Resource Advantage (HRA) can be developed. He argues that HRA consists of two components: Human resource capital advantage which may provide advantage when firm employs people with higher level of skill than their competitors. Human resource process advantage which can be gain when employees’ relationships and joint problem solving process enable the firm to execute operations more quickly, efficiently and/or effectively. Furthermore, Lepak and Snell (1999 cited in Wright et al., 2001) argued that some employees groups are more instrumental to competitive advantage than others, so they are likely to be managed differently. This may help researchers to recognize that real and valid difference exists in HR practices in organisations and looking for one HR strategy may not help to identify the important differences in the types of human capital available to the firm (cf. Truss Gratton, 1994 cited in Wright et al., 2001). Researchers also have consensus that employee behaviour is an important independent component of SHRM. Unlike, the skills of human capital pool, employee behaviour recognize individuals as cognitive and emotional beings who posses free will and this free will enables the employees to make decisions regarding the behaviour in which they are engage (Wright et al., 2001). MacDuffie (1995 cited in Wright et al., 2001) argued about discretionary behaviour that recognizes that within prescribed organisational roles, employees exhibit discretion that may have positive or negative impact on the firm. Similarly, March and Simon (1958 cited in Wright et al., 2001) recognizes the discretionary behaviour and suggest that competitive advantage can only be gained if the members of human capital pool individually or collectively choose to engage in behaviour that benefits the firm. Based on the above discussion Wright et al. (2001) provide a preliminary framework that suggests core competence, dynamic capabilities, and knowledge serve as a bridge between the emphasis in the strategy literature on who provides sources of competitive advantage and the focus in the HRM literature on the process of attraction, development, motivation, and retention of people. The authors pointed out that the people management systems construct which is actually the focus on HR field that creates value to the extent that they impact the stock, flow, and change of intellectual capital/knowledge that form the basis of core competencies. They further argued in this model that, skill concept should be looked from the broader perspective of the firm strategy and therefore, might be expanded to consider the stock of intellectual capital in the firm, embedded in both people and systems, this stock of human capital consists of human (knowledge, skills, and abilities of the people) social (the valuable relationships among people), and organisational (processes and routines within the firm). The â€Å"behaviour† element within the SHRM literature has been embedded in the flow of knowledge within the firm through its creation, transfer, and integration. The authors have indicated that, this â€Å"knowledge management† behaviour becomes very important as information and knowledge play greater role in firm competitive advantage. It is through the flow of knowledge that firms increase or maintain the stock of intellectual capital. They further propose that core competencies arises from the combination of the firms stock of knowledge (human, social, and organisational capital embedded in both people and systems) and flow of this knowledge through creation, transfer, and integration in a way that is valuable, rare, inimitable, and organized. Finally, the dynamic capability construct represents the processes that the organisation has to cope with, in order to remain competitive. It illustrates the relationship between the workforce and the core competence as it changes overtime. The authors argued that dynamic capability requires changing competencies on the part of both the organization and the people who comprise it. It is facilitated by people management systems that promote the change of both the stock and flow of knowledge within the firm that enable a firm to constantly renew its core competencies. This frame work developed by Wright et al. (2001) is an important development in SHRM literature; however its application in real world scenario is subject to empirical testing. SHRM in Japanese Multinational in USA, Russia, UK, China and Taiwan: To further investigate the issue in the real world scenario, this essay will look into the matter of SHRM integration in Japanese multinational companies operating in USA, UK, Russia, China and Taiwan. This discussion is based on the empirical research conducted by Park, Mitsuhashi, Fey and Bjo ¨rkman (2003) on fifty two Japanese multinational corporation operating in USA and Russia, Basu and Miroshnik (1999) case study of Nisan and Toyota (Japanese automobile companies) operating in UK and Takeuchi, Wakabayashi and Chen (2003) study of 286 Japanese affiliates operating in Mainland China and Taiwan. Japanese manufacturing organisations have made a lot of inroads in overseas production bases. The successes of their enterprises have raised interests on the system of production and organisation peculiar to the Japanese business firms (Wickens, 1987; Suzaki, 1987 cited in Basu and Miroshnik, 1999). Japanese system of management is a complete philosophy of organisation which can affect every part of the enterprise (Ohno, 1978; Nohara, 1985 cited in Basu and Miroshnik, 1999). The empirical research done by the authors, mentioned above to investigate the issue of HRM strategy and firm performance in Japanese MNEs is subject to the idea of best HR practices. However, some interesting facts come into attention with the previous discussion of best-fit, best-practices and resource-based view of the firm which would be discussed below. The Japanese MNEs have maintained their own management styles in overseas operations and despite of cultural difference, environment impact, and local labour market conditions these MNEs have adopted the best practices idea and tried to coordinate the HRM policies and practices between their overseas subsidiaries and parent headquarters. The Japanese philosophy of continuous improvement, zero defect, just-in-time method of delivery, team based problem solving practices (Quality circles, management by objectives, kaizen (suggestion and improvement)), long-term commitment, in-company welfare system, extensive training for skill development, performance based rewards, decentralised responsibilities, vertical information systems are at the heart of their management strategy . And this style of management has not only proved to be successful for Japanese MNEs but it has forced other local companies to adopt Japanese styles of management for increased organizational performance. The concept of team working through quality circles and management by objectives (MBO) are the important components to manage the human resources of the firm and bring them in align with company strategic goals to achieve higher performance. Employees through quality circle teams can put forward their suggestions, and then feedback is given to employees for their suggestion and there are also rewards for employees. This foster employee’s motivation and give them the sense of involvement. It does not only ends here, as the concept of quality circle is also important for organizational learning, as the members of quality circle comes from every department of the organization and share their knowledge and information, this helps in creating new skills and attitudes that can help to attain the company goals. Zero defect policy refers to the fact that instead of individual parts the whole process is controlled and quality is insured through process instead of inspection. Therefore, employees are given extensive on the job and off the job training not only for specific but rather multiple operations of the firm. This refers to the fact of upskilling of employees. The long term commitment and performance based rewards helps to ensure employee retention and continuous commitment towards the firm’s objectives, this refers to the fact that the valuable and rare skills of the employee’s that have been developed over the period of time and are integrated into firm’s HR systems should not be imitable and substitutable. The above discussion points out, that these Japanese MNEs’ HR systems are some what in coherence with the framework developed by Wright et al. (2001). As it is obvious from above discussion that the people management systems of Japanese overseas subsidiaries are continuously maintaining their stock of intellectual capital both embedded in people and systems of the company i.e. through extensive training, performance based rewards, concept of continuous improvement etc. And the concept of team working through quality circles and MBO is fostering learning in Japanese organization and this valuable knowledge and skills that employees developed is retained by the policy of long-term commitment and in-company welfare system,decentralised responsibilitieswhich all help to develop employee’s behaviour and attitudes for high commitment and hence increased organizational performance. It is also observed that these patterns of HR practice is quite relevant to our earlier discussion of best practices in which we refer to the seven practices identified by Jeffrey Pfeffer (1998 cited in Wright et al., 2001). Conclusion: The empirical research done in the field of SHRM to investigate the issue of strategic HRM and its impact on performance of Japanese MNEs is only based on finding relationship between HR practices (configurational perspective) of the firm and their impact on organizational performance. The concepts of dynamic capabilities, core competencies, organizational learning are gaining popularity in strategic literature and as argued by Wright et al., 2001 are the important source of gaining sustained competitive advantage. Therefore, the future empirical research should incorporate these concepts to investigate the issue of integration of HR into firm’s strategy. Secondly the above research also lack the evidence of how these Japanese MNEs incorporate the local market, government regulations, cultural impact that can have influence on HR strategies of these firms. In the view of above theoretical developments in the literature it can be proposed that the firms who seek high performance and want to gain competitive edge over their competitors should device their HR policies and practices that develop skills, attitudes and behaviours of the employees in such a way that are valuable, rare, imperfectly imitable and non-substitutable in the firm’s same line of business, organizational learning is an important component in developing up these characteristics and therefore, firms should develop up knowledge management systems incorporated into their HR strategy to foster organizational learning that would have positive impact on firm’s performance. References: Barney, J. (1991). Firm resources and sustained competitive advantage. Journal of Management. 17, 1, 99-120. Basu, D.R. and Miroshnik, V. (1999). Strategic human resource management of Japanese multinationals A case study of Japanese multinational companies in the UK. The Journal of Management Development. 18, 9, 714-732. Boxall, P. and Purcell, J. (2000). Strategic human resource management: where have we come from and where should we be going?. International Journal of Management Reviews. 2, 2, 183-203. MartÄ ±Ã‚ ´n-Alca ´zar, F., Romero-Ferna ´ndez, P.M. and Sa ´nchez-Gardey, G. (2005). Strategic human resource management: integrating the universalistic, contingent, configurational and contextual perspectives. The International Journal of Human Resource Management. 16, 5, 633-659. Paauwe, J. and Boselie, P. (2003). Challenging ‘strategic HRM’ and the relevance of the institutional setting. Human Resource Management Journal. 13, 3, 56-70. Park, H.J., Mitsuhashi, H., Fey, C.F. and Bjo ¨rkman, I. (2003). The effect of human resource management practices on Japanese MNC subsidiary performance: a partial mediating model. The International Journal of Human Resource Management. 14, 8, 1391-1406. Takeuchi, N., Wakabayashi, M. and Chen, Z. (2003). The strategic HRM configuration for competitive advantage: Evidence from Japanese firms in China and Taiwan. Asia Pacific Journal of Management. 20, 4, 447-480. Truss, C. and Gratton, L. (1994). Strategic human resource management: a conceptual approach. The International Journal of Human Resource Management. 5, 3, 663-686. Wright, P.M. (1998). Introduction: Strategic human resource management research in the 21st century. Human Resource Management Review. 8, 3, 187-191. Wright, P., Dunford, B. and Snell, S. (2001). Human resources and the resource based view of the firm. Journal of Management. 27, 6, 701 -721. Wright, P.M., Snell, S.A. and Dyer, L. (2005). New models of strategic HRM in a global context. The International Journal of Human Resource Management. 16, 6, 875-881. Bibliography: Lepak, D.P. and Snell, S.A. (1998). Virtual HR: Strategic human resource management in 21st century. Human Resource Management Review. 8, 3, 215-234. Lundy, O. (1994). From personnel management to strategic human resource management. The International Journal of Human Resource Management. 5, 3, 687-720. Mabey, C., Salaman, G. and Storey, J. (1998). Human Resource Management A Strategic Introduction (2nd Edition). Massachusetts: Blackwell Publishers Inc.

Louis Brandeis and Jewish Political Identity :: Zionism Louis Brandeis Jewish Identity

Louis Brandeis and Jewish Political Identity â€Å"Whence comes this combination of qualities of mind, body and character? These are qualities with which every one of us is familiar, singly and in combination; which you find in friends and relatives; and which other doubtless discover in you. They are qualities possessed by most Jews who have attained distinction or other success. In combination, they may properly be called Jewish qualities. For they have not come to us by accident; they developed by three thousand years of civilization, and nearly two thousand years of persecution; developed through our religion and spiritual life; through our traditions; and through the social and political conditions under which our ancestors lived. They are, in short, the product of Jewish life.† – Louis D. Brandeis Louis Brandeis makes an inspirational plea to the educated Jews in this passage, calling on them to push for the establishment of a Jewish home. Zionism, a movement which came about very recently in Jewish history, pushed on with power through the early twentieth century fueled by the past. As Jewish identity was stretched thin between geographical association and religious affiliation, Jews found themselves struggling for national recognition. Louis Brandeis, in A Call to the Educated Jew said â€Å"the glorious past can really live only if it becomes the mirror of a glorious future; and to this end the Jewish home in Palestine is essential. We Jews of prosperous America above all need its inspiration† (Glatzer 713). Brandeis’s depiction of Jewish qualities is, more than anything, a call to understand Jewish identity. As a proponent of Zionism, Brandeis recognized the importance of unity, and tried to bring Jews together in identifying their characteristics: â€Å"†¦qualities with which every one of us is familiar†¦Ã¢â‚¬  (Glatzer 707). In the United States, a country whose Jewish population was composed of Jews from other nations around the globe, a sense of strong identity was of singular importance. These treasured qualities of mind, body and character â€Å"†¦may properly be called Jewish qualities.† (Glatzer 707). Brandeis redefines the meaning of â€Å"Jew† for those who had lost themselves in immigration and overwhelming anti-Semitism. So what can we understand about Jewish identity from this piece? Brandeis does not shy away from the importance of Jewish history. In fact he lauds it as the impetus behind the outstanding qualities which the Jews of his day possessed. â€Å"†¦They have not come to us by accident; they developed by three thousand years of civilization†¦Ã¢â‚¬  (Glatzer 707).

Cultural Critique – Racism

Unfortunately, in this time and age, racism continues to be an issue in the American society, especially in the south. Since the introduction of slavery, many people have the belief that skin color determines someone’s ranking in life. After the freedom of slaves, racism became a big problem in America. As a result, other races look down upon many different cultures and ethnic groups believing that they are superior to others. Racism has lead to people discriminate against one another and become prejudice. Unfortunately, racism effects peoples lifestyles, job opportunities, and education. Racism affects a person’s lifestyle.Unfortunately, racism can cause a person to go into deep depressions. After constantly hearing negative aspects of a person’s image, people can begin to loath themselves. Unfortunately, self-loathing can cause a person to become suicidal or cause self-harm. Because of racism, people have gone to extreme lengths to change their physical appeara nce. For example, many people have confessed about trying to change their skin complexion by putting harmful substances on their bodies to bleach their skin. Dealing with racism can be oppressive. Fortunately, there are people who turn things like this into auspicious outcomes.For example, during the civil rights movement, the people of America fought to change the oppression of racism. By doing so, they defeated the milestone and overcame racism, by doing what they were told they could not. Instead of letting others put them down with spiteful words, they lifted each other up with encouraging words. As a result, they created self-love and the common phrase â€Å"Black is Beautiful. † Racism can also affect a person’s job opportunities. Racism cause races to believe that they are better than another race. As a result, people may discriminate against another person due to their appearance.For example, many African Americans are discriminates against in the work place. C onsequently, African Americans have to work harder than others to obtain the same job than someone of a different race does, say Caucasians. This affects the African American community causing for the different negative statistics about unemployment and welfare increase. Fortunately, there was a law passed that prohibits discrimination of any type in the work place. These laws prohibit jobs from discriminating against people for their race, gender, and ability. Racism has affected the education of many children.In the past, racism has caused segregation. During the times of segregation, African Americans students attended different schools than the Caucasian students. The African American children had to use used books with torn and ripped out pages, while the Caucasian students used brand new books. This caused there to be a gap in learning process of African American students. Although segregation no longer exists in the school system, it still affects the education of children to day. Schools in African American communities do not have the different amenities as schools located in diverse communities.Researchers have found that the achievement gap is linked to racial segregation. There are currently no segregated schools, but instead schools that are aimed toward different ethnic groups, but will allow any one of any race to attend. For example, there are schools that target the black community and educate them on their heritage and the school board curriculum. The people who participate in racism are intolerable to others racial appearance. Regrettably, racism hurts the lives of many people. The people who continue to be racist and intolerable to others people’s nationality make the lives of others a living hell.Many people have caused self-harm to themselves and others due to racism. People carry racism to their job place, and other places creating an uneasy and negative atmosphere. Racism has shaped America into what it is today. Without racism, pe ople would not be as strong as they are today, with thicker skin for words. Comparing people’s treatment of now to the treatment of who endured racism, the negativity is nowhere near as harsh. Racism has also caused many people to love themselves even more. There is currently a new trend of people becoming excited by their â€Å"haters;† and instead of allowing it to hurt them, they use it for motivation.America has been negatively impacted by racism. It has caused negative changes in people’s lifestyle, job opportunities, and education. Due to the negative influences of racism, people have gone into deep depressions. People have succumb to depression because they are constantly discriminated against inside and outside the work force, they have to constantly over compensate and compete for jobs with people of different races, people are called out of their name, and are being miseducated by the educational system. Racism has negatively influenced America since i t was introduced during slavery.

Later on in the story Oliver Twist Essays

Later on in the story Oliver Twist Essays Later on in the story Oliver Twist Essay Later on in the story Oliver Twist Essay Essay Topic: Oliver Twist Later on in the story, when Oliver meets Fagin, he is in an even worse situation. Fagin is a scary man who is a father figure to a group of young boys who pick pocket for him. Dickens wrote about him to represent wickedness and to show the public how difficult it is to break free from the cycle of crime. a very old shrivelled Jew, whose villainous looking and repulsive face was obscured by a quantity of matted red hair (p63). It makes the reader disgusted with him and hate him. When they first meet, Fagin seems very welcoming, shaking his hand and bowing. All of the boys also seem to welcome him by shaking his hand and taking his cap. The Jew grinned; and making a low obeisance to Oliver, took him by the hand; and hoped he should have the honour of his intimate acquaintance. (p63). However, behind all this, Fagin and the people who live with him have an ulterior motive for Oliver. He is a commodity to them because Fagin wants to use him to pickpocket and the boys are trying to pickpocket him, because this is they way they have been brought up. The young gentleman [ ] shook both his hands very hard, especially the one in which he held his little bundle [ ] and another so obliging as to put his hands in his pockets: in order that, as he was very tired, he might not have the trouble of emptying them, himself (p63). Fagin is very open about his support of individualism, a social philosophy which stresses the importance of the individual above society. His use of Oliver as a commodity is an example of this. This is ironic, because in Victorian society, it was the rich and upper class people who were most supportive of this because they were capitalists, but Fagin supports it because it holds his illegal means of making money together. a regard for number one holds us all together, and must do so, unless we would all go to pieces in company. Fagin is the kind of man who people would have nightmares about, especially children like Oliver, but he isnt scared. Oliver feels safe with him because he is the first person who has ever treated him kindly. He has other people who have also looked after him as substitute parents, including Mrs. Mann, Mr. Bumble and Mr. Sowerberry and Fagin. It is ironic that these people are meant to replace parents, because none of them care for him as a mother or father would. Although Fagin is taking care of Oliver, he is representing the corrupt city and the people in it because he is a criminal, and once someone gets into his style of life, they will never get out and they are trapped. Dickens says the corrupt city environment has the power to blacken [the soul] and change its hue for ever. Once someone goes into the corrupt city, they too will be corrupt forever, like Fagins cycle of crime. The most unusual family structure is made up of Fagin and his pick pockets, because although Fagin cares for them, keeps them healthy, trains them to what he does to make money, and teaches them to be loyal, he only does it for his own benefits. This family is built around individualism and exploitation, and not out of selfless interest. Oliver experienced cruelty throughout his life in the branch workhouse, workhouse and the apprenticeship at the undertakers. He has been starved, beaten, humiliated and neglected by nearly everyone whose care he has been in. Charles Dickens wrote about the appalling treatment of the children so everyone could read it and know what really goes on in the workhouses. However, Oliver survived it all, and most of the people who were horrible to him were punished. In the end, good will always triumph over evil.

Chemical Elements Listed by Density

Chemical Elements Listed by Density This is a list of the chemical elements according to increasing density (g/cm3) measured at standard temperature and pressure (100.00 kPa and zero degrees Celsius). As you would expect, the first elements in the list are gases. The  densest gas element is either radon (monatomic), xenon (which forms Xe2 rarely), or possibly Oganesson (element 118).  Oganesson may, however, be a liquid at room temperature and pressure. Under ordinary conditions, the least dense element is hydrogen, while the  densest  element is either osmium or iridium. Some of the superheavy radioactive elements are believed to have even higher density values than osmium or iridium, but not enough of them has been produced to perform measurements. Elements From Least to Most Dense Hydrogen 0.00008988Helium 0.0001785Neon 0.0008999Nitrogen 0.0012506Oxygen 0.001429Fluorine 0.001696Argon 0.0017837Chlorine 0.003214Krypton 0.003733Xenon 0.005887Radon 0.00973Lithium 0.534Potassium 0.862Sodium 0.971Rubidium 1.532Calcium 1.54Magnesium 1.738Phosphorus 1.82Beryllium 1.85Francium 1.87Caesium 1.873Sulfur 2.067Carbon 2.267Silicon 2.3296Boron 2.34Strontium 2.64Aluminium 2.698Scandium 2.989Bromine 3.122Barium 3.594Yttrium 4.469Titanium 4.540Selenium 4.809Iodine 4.93Europium 5.243Germanium 5.323Radium 5.50Arsenic 5.776Gallium 5.907Vanadium 6.11Lanthanum 6.145Tellurium 6.232Zirconium 6.506Antimony 6.685Cerium 6.770Praseodymium 6.773Ytterbium 6.965Astatine ~7Neodymium 7.007Zinc 7.134Chromium 7.15Promethium 7.26Tin 7.287Tennessine 7.1-7.3 (predicted)Indium 7.310Manganese 7.44Samarium 7.52Iron 7.874Gadolinium 7.895Terbium 8.229Dysprosium 8.55Niobium 8.570Cadmium 8.69Holmium 8.795Cobalt 8.86Nickel 8.912Copper 8.933Erbium 9.066Polonium 9.32Thulium 9.321Bismuth 9.807Moscovium 9.807Lu tetium 9.84Lawrencium 9.84Actinium 10.07Molybdenum 10.22Silver 10.501Lead 11.342Technetium 11.50Thorium 11.72Thallium 11.85Nihonium 11.85Palladium 12.020Ruthenium 12.37Rhodium 12.41Livermorium 12.9 (predicted)Hafnium 13.31Einsteinium 13.5 (Estimate)Curium 13.51Mercury 13.5336Americium 13.69Flerovium 14 (predicted)Berkelium 14.79Californium 15.10Protactinium 15.37Tantalum 16.654Rutherfordium 18.1Uranium 18.95Tungsten 19.25Gold 19.282Roentgenium 19.282Plutonium 19.84Neptunium 20.25Rhenium 21.02Platinum 21.46Darmstadtium 21.46Osmium 22.610Iridium 22.650Seaborgium 35 (Estimate)Meitnerium 35 (Estimate)Bohrium 37 (Estimate)Dubnium 39 (Estimate)Hassium 41 (Estimate)Fermium UnknownMendelevium UnknownNobelium UnknownCopernicium (Element 112) unknown Estimated Density Note that many values listed above are estimates or calculations. Even for elements with known densities, the value measured depends on the form or allotrope of the element. For example, the density of pure carbon in diamond form is different from its density in graphite form.

FAULT DIAGNOSIS OF AC High Voltages UNDERGROUND CABLES AND SOLUTIONS Research Paper

FAULT DIAGNOSIS OF AC High Voltages UNDERGROUND CABLES AND SOLUTIONS ANALYSIS TECHNIQUES - Research Paper Example I also looked at the formation of water trees in the plastic insulation and how both mechanical and chemical forces trigger them. Besides, charges can also lead to the formation of water trees. After a thorough analysis of fault detection techniques, I settled on two of them. They first one is the magnetic amorphous magneto†resistive concentric†neutral probing. The next method is the radio frequency test† point injection. The magnetic technique can detect a fault from an average distance of 90 feet. Underground cables have been in use for a long time in power distribution networks due to the advantages associated with underground connections. These cables are friendly to the environment, are not interrupted by adverse weather conditions, are less expensive for shorter distances and have got low maintenance costs. The disadvantages of these cables are that they are more expensive than overhead lines, have low power transferring capacity, are likely to get permanently damaged and fault location in underground cables is also difficult. Faults in underground cables are divided into two general groups that are permanent and incipient faults. Incipient faults develop from aging of insulation material that can be caused by chemical pollution, electrical overstress, severe environmental conditions and mechanical factors. Incipient faults gradually turn into permanent faults. Fault location is important in ensuring that distribution networks remain reliable as the restoration will be quick, so that power outage time is reduced. The cost of repair will also be low if a fault is located and corrected promptly. This research majorly studies how faults can be diagnosed in AC high voltage underground cables and the possible solution techniques for the faults. Some objectives must be achieved to realize this goal. The first objective is to establish the distinction between underground

LEADERSHIP Essay Example | Topics and Well Written Essays - 5000 words

LEADERSHIP - Essay Example ording to the case study, "each had their own primary spheres of responsibility, but they all worked very closely together, doing whatever it took to get the job done" (Suesse 79). Todd Krasnow, in particular, seemed to embody three elements that were present and necessary for the effective evolution of this particular team: 1. optimism, 2. dedication, and 3. perspective. As Suesse phrased it, "Krasnows optimism, exceptional dedication, and "big picture" perspective often helped keep even the most heated debates substantive, rather than personal" (79). A major element that influenced the effective functioning of this core team can be designated under Bartolomà ©s number one guideline for building and maintaining trust--communication. According to Professor Bartolomà ©, one needs to "Keep team members and subordinates informed by explaining policies and decisions and providing accurate feedback" (Kreitner 408). Looking at Staples background, one sees that according to Suesse, "they [the founders core team] hashed out virtually every decision together, early on developing the discipline to back up their intuitions with hard data" (79). Other important guidelines for building trust among team members include support, respect, fairness, predictability and competence (Kreitner 408). One can see respect in the shared decision-making authority within this team, fairness in their willingness to "hash out" important decisions as equals, instead of a timeframe getting imposed from above, and competence in each members consummate professio nalism. One mistake that Lewis made with her transition to the marketing merger team fall under category number two: failed to build group cohesion and trust. This is often a problem when a manager makes a lateral transition into a new department. People within the new department have their own culture, rituals, and expectations. Lewis demonstrated a lack of sensitivity to these cultural variables when she challenged a marketing

The importance of medication administration Essay

The importance of medication administration - Essay Example Although errors or mistakes are bound to occur, albeit at reduced frequencies, nurses and other caretakers should be appropriately trained, skilled and well prepared to prevent and manage these errors whenever they occur. This paper discusses the interventions or strategies by which nurses can reduce cases of medication errors. Medication errors are the most common errors in healthcare and medicine fields. The main reason for this situation is the huge number of doses administered and the complexity of the medication system, not to mention the complex nature of diseases and diverse patient situations and needs (Mediscape.org, 2014). Although many organizations and individuals turn to technology as the first resort to preventing and reducing medication errors, there are many other more productive and effective strategies that can be applied. Generally, research shows that the provision of correct medication is the backbone of medication error prevention. Medication should also be given at the right doses. The use of clinical decision support is also an effective method of medication error reduction. It brings information to prescribers at the requisite time, guiding them to prescribe drugs based on laboratory results (Mediscape.org, 2014). The prescriber is also alerted of possible allergic reactions, alter native formula. In spite of medication errors being quite common, many cases are neither noticed nor reported. The reason many cases of medication errors are not reported is that the nurses involved fear for their jobs and professional disciplinary actions such as deregistration. An overall and far-reaching intervention for reducing medication errors is the adoption and instilling of a culture of safety among nursing staffs (Leape, 2002). That is, there should be an organisational patient safety plan, containing the objectives and the mechanisms by which these objectives are to be achieved. The main foundation of this plan should be the

Anthem - Ayn Rand Essay Example for Free

Anthem Ayn Rand Essay In the book Anthem, Equality 7-2521 (Equality) lived in a society where everyone was equal and treated with disrespect. The society had no tolerance for being different and having their own opinion and ideas. People couldn’t even pursue the career they dreamed of having. They were punished for disobeying any of these â€Å"rules†. Despite Equality’s strict society, his motivations in conducting his experiments are finding individuality, starting a new revolution, finding freedom, and trying to become a scholar. Equality’s inspiration, will, and determination lead him to spark a new revolution. After Equality found the black hole, he kept habitually going back to it, to discover new things and gain intelligence. He was finding more about himself and discovering that everyone was not the same and not everyone has the same talents in life. Even though it was against the government’s expectations about everyone being equal, Equality was happy to break the law, so he could learn more. Equality says, â€Å"And yet there is no shame in us and no regret. We say to ourselves that we are a wretch and a traitor. But we feel no burden upon our spirit and no burden upon our spirit and no fear in our heart.† (Rand 37) Equality was curious. He wanted to find out about the unknown. By showing his invention, he would spark a new revolution of light. He would inspire people to create and learn. True joy comes from what a man can do with inspiration, desire, will, to better people, and while doing that Equality learns that it will allow him to achieve more in society. Equality wanted to accomplish something by himself and prove that not everyone meets the expectations of their job. In other words that’s saying that just because you come from a poor family, doesn’t mean you’re going to be poor when you become an adult. Anyone can achieve what they set their mind to, and Equality made up his mind, he wanted to be different and he wasn’t going to give up. When Equality discovered his invention he wanted to prove the scholars wrong and to prove to them that not everything had been discovered. Equality says, â€Å"The Council of Scholars has said that we all know the things which exist and therefore the things which are not known by all do not exist. But we think that the Council of Scholars is blind. The secrets of this earth are not for all men to see, but only for those who will seek them. We know, for we have found a secret unknown to all our  brothers.† (Rand, 52) He just wanted to prove that he was smart enough to be a scholar. His invention proved that anyone can do great things and his brother’s look up to him. Equality only knows what he is capable of not â€Å"we†. Throughout the process of his invention, going to the Palace of Corrective Detention, going before the Council of Scholars, and running away, Equality has found his individuality. After he ran away, and found his new house, he came across the word â€Å"I† in the manuscripts, and he has started a new way of living. Equality says, â€Å"Then I called the Golden One, and I told her what I had read and what I learned. She looked at me and the first words she spoke were: â€Å"I love you.†Ã¢â‚¬ (Rand, 98) Equality is determined, strong, motivated, and won’t let anyone bring him down. â€Å"Then, tonight, we knew that we must escape. For tomorrow the World Council of Scholars is to meet in our city.† (Rand, 66), say’s Equality. Equality has realized how different he is than others. He is smarter than the Council and the Scholars. He knows now he can teach others about electricity. He can help people find individuality and help them find out how they’re unique. Joy comes from his heart because he has never done anything on his own and now he can achieve more expectations that just any street sweeper. Throughout the book, Equality goes against the government because he is searching for freedom. In the book, Equality talks about wanting to see himself but that is against the law, when he runs away, he finally seems himself. Equality wants to see his own image because, his entire life he has never seen it, and he has only seen the faces of his brothers. Equality sees his own face for the first time and says, â€Å"We sat still and we held our breath. For our face and our body were beautiful. Our face was not like the faces of our brothers, for we felt no pity when looking upon it. Our body was not like the bodies of our brothers, for our limbs were straight and thin and hard and strong. And we thought that we could trust this being who looked upon us from the stream, and that we had nothing to fear with this being.† (Rand, 80) Now that he is thinking for himself he wants to know more about himself. He never received the chance to find out what kind of person he was when he was young, so now that he is older he wants to know more about himself. He falls in love with Liberty the first time he sees her, and in their society they’re not supposed to take notice of the opposite gender.  Equality whispers, â€Å"For men are forbidden to take notice of women, and women are forbidden to take notice of men. But we think of one among women, they whose name is Liberty, and we think of no others.† (Rand, 38) When Equality and Liberty both run away they can finally be together, and start their family. Equality wanted Liberty, so he found a way, and got her. When Equality finally finds freedom, on the first day in the forest, he says, â€Å"We awake when a ray of sunlight fell across our face. We wanted to leap to our feet, as we have had to leap every morning of our life, but we remembered suddenly that no bell had rung and that there was no bell to ring anywhere. We lay on our back, we threw our arms out, and we looked up at the sky. The leaves had edges of silver that trembled and rippled like a river of green and fire flowing high above us.† (Rand, 78) Equality was free. In conclusion, Equality’s self-determination and perseverance allowed him to conduct his experiments without anyone telling him otherwise. Even though he had tough obstacles to climb over to have his invention, he didn’t let anything stop him. The Council of Scholars was his biggest challenge with his experiment and he overcame them. The biggest part of Equality conducting experiments was finding individuality within himself. He knew that people should not be treated the exact same and everyone had a mind of their own. Equality’s self-respect and determination paved the way to a life of his own.